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User discontinuance on short-video platform has become increasingly prevalent in recent years. Short-video discontinuance refers to reduced use, controlled use or suspended use of the short-video platform. In this study, we examined factors associated with discontinuance behavior on short-video platform.

From the perspective of stressor–strain–outcome (SSO), we put forward a theoretical model integrating perceived information overload and perceived system feature overload (stressors), dissatisfaction (psychological strain), flow experience and regret to explain discontinuance behavior on short-video platform (behavioral outcome). We collected 482 survey data from Douyin users in China, and empirically examined the proposed research model via Partial least squares structural equation modeling (PLS-SEM) technique.

Our results demonstrated that perceived system feature overload exerts a positive effect on perceived information overload. Perceived system feature overload has a stronger influence on dissatisfaction than perceived information overload. Regret increases user dissatisfaction, while flow experience decreases user dissatisfaction. We also discovered that dissatisfaction and regret have significant positive effects on discontinuance behavior. Interestingly, flow exerts no significant influence on discontinuance behavior.

This study enriches the body of knowledge on social media discontinuance by revealing the interaction and effects of flow experience, dissatisfaction and regret on discontinuance. This study also extends the understanding on the complex role of flow experience in leading to social media discontinuance. Additionally, this study deepens the research on the interaction between perceived system feature overload and perceived information overload as well as their different influences on negative emotion.

The purpose of the study is to examine the mediating effect of perceived work–life balance (WLB) between work overload and career commitment among law enforcement officers in India. The study also explores whether satisfaction with organizational WLB strategies moderates the relationship between work overload and perceived WLB.

This research is based on a sample of 819 law enforcement officers through a structured questionnaire based data collection. The reliability coefficient of the scales varied between 0.86 and 0.94. The study adopted a hierarchical multiple regression analysis to test the hypotheses.

The result supported the mediating role of perceived WLB in the relationship between work overload and career commitment. It also demonstrated that the impact of work overload on perceived WLB would be diminished among employees having high levels of satisfaction on organizational WLB strategies.

The research findings have significant policy implications for the organization under study and a reference for many others with deteriorating WLB to amend the existing policy or formulate new measures.

The present study expands the scant literature on the mediating role of perceived WLB between work overload and career commitment. The study also furthers the literature by exploring the moderating roles of WLB strategies between work overload and perceived WLB.

Many online merchants today have adopted web personalization in the form of personalized product recommendations (PPRs) to improve consumer’s decision quality. The purpose of this paper is to reveal the roles of PPRs on consumer decision quality in online shopping from the theoretical perspective of information load.

To explore the dual roles of PPRs on consumer decision quality, this paper develops a research model for it. A 2 (information load: high vs low) × 2 (web personalization: PPRs vs non-PPRs) between-subjects design is conducted to empirically test the model.

The results indicate that: first, information load can increase perceived information overload and decrease perceived information underload; second, PPRs can weaken (enhance) the positive (negative) effect of information load on perceived information overload (perceived information underload); third, both perceived information overload and perceived information underload are negatively associated with consumer’s decision quality.

This paper originally develops a research model that explains the roles of PPRs on consumer decision quality from the theoretical perspective of information load in the online shopping context, which could add new insights to the field of web personalization, especially the impact of web personalization on consumer decision making.

This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on volunteers’ in-role performance and proactive behavior as mediated by work overload and meaningfulness.

The sample included 193 volunteer–leader dyads working at one BWO venue. The authors conducted a multitime and multisource study using Mplus 8 to examine the hypotheses.

Volunteers’ perceived BWO event strength was positively related to work overload, which reduced in-role performance and proactive behavior. Volunteers’ perceived BWO event strength was also positively related to work meaningfulness, which promoted in-role performance and proactive behavior. Perceived organizational support served as a moderator by mitigating the positive relationship between perceived BWO event strength and work overload; however, it did not strengthen the positive relationship between perceived BWO event strength and work meaningfulness.

This study developed a comprehensive model of how BWO event strength affected volunteers’ performance from the perspective of event system theory and the JD-R model, which enriches theoretical application and research in the context of mega sport events.

本研究运用事件系统理论和工作需求-资源(JD-R)模型, 探讨了2022年北京冬奥会（BWO）事件强度通过工作负荷和工作意义感知进而对志愿者角色内绩效和主动性行为的双刃剑效应。

我们在冬奥会场所之一实施了多时点、多来源的收集数据的方式, 最终样本包括193份志愿者-领导配对数据, 并使用Mplus 8来检验我们的假设。

志愿者感知的BWO事件强度与工作负荷呈正相关, 进而会降低他们的角色内绩效和主动性行为。志愿者感知的BWO事件强度与工作意义感也呈正相关, 进而会促进他们的角色内绩效和主动性行为。感知的组织支持通过弱化BWO事件强度与工作负荷之间的正相关关系, 进而调节了志愿者的角色内绩效和主动性行为; 然而, 感知的组织支持并没有强化BWO事件强度与工作意义感之间的正相关关系。

本研究结合事件系统理论和JD-R模型, 发展了一个BWO事件强度对志愿者绩效表现影响的综合模型, 丰富了有关大型体育赛事志愿者的理论应用和研究。

Este estudio utiliza la teoría del sistema de eventos y el modelo de demandas de trabajo-recursos (JD-R) para examinar el efecto de doble filo de la fuerza del evento de los Juegos Olímpicos de Invierno de Pekín (BWO) sobre el rendimiento en el rol y el comportamiento proactivo de los voluntarios, mediado por la sobrecarga laboral y la significatividad del trabajo.

Nuestra muestra incluyó 193 díadas de voluntarios-líderes que trabajaban en una sede de BWO. Realizamos un estudio multitemporal y multifuente utilizando Mplus 8 para examinar nuestras hipótesis.

La intensidad percibida por los voluntarios en los eventos de BWO también se relacionó positivamente con la significación del trabajo, que promovió el rendimiento en el rol y el comportamiento proactivo. Además, el apoyo organizativo percibido sirvió como moderador al mitigar la relación positiva entre la intensidad percibida del evento BWO y la sobrecarga de trabajo; sin embargo, no reforzó la relación positiva entre la intensidad percibida del evento BWO y la significatividad del trabajo.

Este estudio desarrolló un modelo integral de cómo la fuerza del evento BWO afectaba al rendimiento de los voluntarios desde la perspectiva de la teoría del sistema de eventos y el modelo JD-R, lo que enriquece la aplicación teórica y la investigación en el contexto de los megaeventos deportivos.

This paper focuses on the links between information culture and the perception of the information overload on the example of higher education institutions in Estonia. The aim of this study is to understand how different types of information culture affect coping with information overload.

Two focus-group interviews with 14 participants and 17 semi-structured interviews with representatives of four HEIs were conducted. First, the questions on the values, norms and assumptions as well as information related practices were discussed to assess the dominant components of the information culture. Second, the perception of information overload was explored. Further, the strategies for coping with information overload were examined. Constant comparative analysis was used to analyse the interview data.

The results of the study suggest that the construct of information culture is valuable in understanding information environments and their relation to the perception of information overload. The participants representing the open information culture prefer informal information sharing and are more vulnerable to perceive information overload than the participants representing the integrated information culture. Organisational information management is the key to effective coping with information overload.

The current study sheds light on the perception of information overload in connection with information culture.

The contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account, it seems important to identify whether and which of the employees' individual resources help them cope with those job demands. Therefore, the main research question is what is the relation between holistically conceptualised employees' individual resources and perceived work overload?

Based on the literature on individual resources and job demands, the authors test for relations between three components of individual resources (physical, emotional, spiritual potentials) and job characteristics (work variability and work diversity) and the perceived work overload. Data were collected using a survey method amongst 336 Polish knowledge workers.

The results partially supported the posed hypotheses. Both work variability and work diversity relate positively to work overload. Only the physical potential is related directly and negatively to perceived work overload. The spiritual potential relates indirectly to work overload through work diversity. The authors also found that age moderates the relation between physical and spiritual potential and overload.

Human resource management (HRM) practitioners and supervisors need to consider the level of employee's individual resources, especially when dealing with older employees and their physical resources.

This study contributes to research on the causes of work overload perception by identifying the role of individual resources and employees' age, thereby indicating that taking care of those resources could be another way of preventing occupational burnout in demanding work conditions.

Grounded on the cognition–affect–conation (C–A–C) framework, this study aims to explore how perceived information overload affects the information avoidance intention of social media users through fatigue, frustration and dissatisfaction.

A quantitative research design is adopted. The data collected from 254 respondents in China are analyzed via structural equation modeling (SEM).

Perceived information overload directly affects fatigue, frustration and dissatisfaction among social media users, thereby affecting their information avoidance intention. In addition, frustration significantly affects social media fatigue and dissatisfaction. Consequently, social media fatigue influences dissatisfaction among users.

The literature review indicates that social media overload and fatigue yield negative behavioral outcomes, including discontinuance. However, rather than completely abstaining or escaping, social media users adopt moderate strategies, including information avoidance, to cope with overload and fatigue owing to their high dependence on social media. Unfortunately, merely few studies are available on the information avoidance behavior of social media users. Focusing on this line of research, the current study develops a model to investigate the antecedents of information avoidance in social media.

Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue.

The paper develops a conceptual model to examine the double-edged sword effect of political behaviour on employee outcomes.

The authors designed a two-wave survey to test the model. The analysis of 286 supervisor–employee dyads found that feeling trusted is associated with supervisor-rated organization citizenship behaviour (OCB) and overload reported by employees. Furthermore, political behaviour partially mediates the relationship between feeling trusted and supervisor-rated OCB, which may be desired by both the supervisors and employees. It also mediates the relationship between feeling trusted and employee perceived overload, which is undesired by employees.

The current research aims to fill in the gap and answer this question: what is the role of political behaviour in the relationship between feeling trusted and employee outcomes? Guided by an “antecedents–behaviours–consequences” framework (Ferris et al., 1989), the paper develops a conceptual model to examine how feeling trusted directly and indirectly influences employee outcomes, with the latter being mediated by political behaviour.

Sellers view facial recognition mobile payment services (FRMPS) as a convenient and cost-saving way to receive immediate payments from customers. For consumers, however, these biometric identification technologies raise issues of usability as well as privacy, so FRMPS are not always preferable. This study uses the stressor–strain–outcome (S–S–O) framework to illuminate the underlying mechanism of FRMPS resistance, thereby addressing the paucity of research on users' negative attitudes toward FRMPS.

Drawing from the stressor–strain–outcome (S–S–O) framework, the purpose of this study is to illuminate the underlying mechanism of FRMPS resistance. To this end, they invited 566 password authentication users who had refused to use FRMPS to complete online survey questionnaires.

The findings enrich the understanding of FRMPS resistance and show that stressors (i.e. system feature overload, information overload, technological uncertainty, privacy concern and perceived risk) aggravate the strain (i.e. technostress), which then leads to users’ resistance behaviors and negative word of mouth.

Advances in payment methods have profoundly changed consumers’ consumption and payment habits. Understanding FRMPS resistance can provide marketers with strategies for dealing with this negative impact. This study theoretically confirms the S–S–O paradigm in the FRMPS setting and advances it by proposing thorough explanations of the major stressors that consumers face. Building on their findings, the authors suggest ways service providers can eliminate the stressors, thereby reducing consumers’ fear and preventing resistance or negative word-of-mouth behaviors. This study has valuable implications for both scholars and practitioners.

This study aims to examine the role of trust in management and state government in mitigating the relationships between individual- and state-level stressors and well-being during the COVID-19 pandemic.

Data were collected from a US sample still working during the first wave of infections (N = 437) and was supplemented with objective state-level data. Data were analyzed using hierarchical regression modeling with the PROC MIXED procedure with SAS software to incorporate both individual- and state-level variables.

Results indicated that individual-level stressors (work and family role overload) were positively associated with stress; however, the relationship between family role overload and stress was mitigated among those with high trust in state government. Results indicated that state-level stressors (infection rates and population density) were not associated with stress; however, the relationship between state population density and stress was positive among those with low trust in management and negative among those with high trust in management.

This study highlights the need for organization and government leaders to build trust before and during crisis situations, as well as engage in a collaborative approach to managing stressors in crisis situations.

This study highlights the importance of expanding the focus of employee trust across organizational boundaries for understanding employee well-being during a crisis situation. This study also demonstrates the cross-over effects of trust, such that organization leaders can protect workers from community stressors, while government leaders can protect workers from family stressors.